• The length of time it takes to fill open positions. This is a key metric, as it can have a significant impact on the productivity of the organization. If it takes too long to fill open positions, then the organization may be losing out on opportunities.
• The cost of hiring new employees. This includes the cost of advertising the position, the cost of conducting interviews, and the cost of onboarding new employees. If the cost of hiring is too high, then the organization may not be able to afford to hire the best candidates.
• The quality of the candidates who are hired. This is important because it can affect the productivity of the organization. If the candidates who are hired are not qualified for the positions, then they may not be able to do the job effectively.
• The turnover rate of entry-level employees. This is a key metric, as it can have a significant impact on the cost of hiring new employees. If the turnover rate is high, then the organization may be spending a lot of money on hiring and onboarding new employees.

In addition to these factors, I would also address the following:

• The effectiveness of the recruiting process. This includes the methods that are used to attract and screen candidates. If the recruiting process is not effective, then the organization may not be able to attract the best candidates.
• The effectiveness of the interviewing process. This includes the questions that are asked and the way that the interviews are conducted. If the interviewing process is not effective, then the organization may not be able to assess the qualifications of the candidates.
• The effectiveness of the onboarding process. This includes the training that is provided to new employees and the way that they are integrated into the organization. If the onboarding process is not effective, then new employees may not be able to reach their full potential.

I would also recommend that the report include recommendations for how to improve the staffing process. These recommendations could include:

• Improving the recruiting process. This could involve using more effective methods to attract and screen candidates.
• Improving the interviewing process. This could involve asking more effective questions and conducting the interviews in a more structured way.
• Improving the onboarding process. This could involve providing more training to new employees and integrating them into the organization more effectively.

Response to “It’s easy to reduce turnover, just pay people more money”

If someone says to me that it’s easy to reduce turnover by just paying people more money, I would respond by saying that while increasing salaries can help to reduce turnover, it is not the only factor that is important. Other factors, such as providing opportunities for advancement, creating a positive work environment, and offering competitive benefits, can also be important in reducing turnover.

I would also point out that increasing salaries can be expensive, and it may not be feasible for all organizations. In addition, increasing salaries may not be enough to retain employees who are unhappy with their jobs for other reasons.

Ultimately, the best way to reduce turnover is to create a work environment where employees feel valued and appreciated. This means providing them with opportunities to grow and develop, offering them competitive salaries and benefits, and creating a positive work environment where they feel respected and supported.